员工招聘技巧.ppt

SUMMARY Rewards IPFs Salary Review Bonus Shares Job Evaluation SRA CEP COMPETENCE EP Progression The IPR Process Deliver Top Quartile Performance Processes are fully aligned towards delivering TOP QUARTILE Performance The End Thank YOU * Understanding Key HR Processes JONATHAN BEDINDANG DEC 2012 Objectives To explain and show links between key Shell HR Processes Share some key observations Provide opportunity to share experiences Intended to be an INTER-ACTIVE session Areas To Be Covered Introduction Individual Performance Review (IPR Process) Competence Current Estimated Potential (CEP) Staff Recognition Awards – SRA Job Evaluation Progression 1. INTRODUCTION Provide Learning Resources Manage HR Data Information Deliver Change The Global People Process Model Governing Processes HR Value Chain Shared Enabling Processes KEY Create HR Strategies Policies Pay People Plan Resourcing HR Delivery Design Organisation Manage Employee Relations Communications Manage Reward HR Processes - delivering results HR results Shared learnings - improving performance Version 6.0 Assure HR Excellence Attract Recruit People Onboard People Manage People’s Performance Develop People Transition People Diversity Inclusiveness. . . Functional Excellence. . .Assurance Value Outcomes Customer Process People Financial HR PROCESSES Underlying Objectives:- DRIVING PERFORMANCE – IPR (GPA, IDP, MID-YEAR, APPRAISAL) REWARDS – MERIT, SRA, PSP ENHANCE/DEVELOP – Competence, CEP These processes are Global Processes HRPROCESSINTERGRATION Living to the belief that PEOPLE ARE COMPANY GREATEST ASSET THE KEY HR PROCESSES Rewards IPFs Salary Review Bonus Shares Job Evaluation SRA CEP COMPETENCE EP Progression Drivers : Me and my Supervisors Drivers : HR with the support of supervisors and line managers The IPR Process Deliver Top Quartile Performance Individual Goal Setting GPA SMART Jan/Feb Mid Year Review Jun-Aug Feedback Outcomes Feb Perfor